Management Cloud Oracle Talent · Oracle Talent Management Cloud Implementing Talent Review and Succession Management Preface ii Documentation Accessibility For information about

Oracle TalentManagement Cloud

Implementing Talent Review andSuccession Management

20C

Oracle Talent Management CloudImplementing Talent Review and Succession Management

20CPart Number F31611-02Copyright © 2011, 2020, Oracle and/or its affiliates.

Authors: Richard Kellam, Megan Wallace, Michael Laverty, Malini Sampathkumar

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Contents

Preface i

1 Introduction 1Overview of Implementing Talent Review and Succession Management ......................................................................... 1

Guide Structure .............................................................................................................................................................................. 2

2 Talent Review Overview and Integrations 5Talent Review ................................................................................................................................................................................. 5

Talent Review Life Cycle .............................................................................................................................................................. 7

How Talent Review Works with Profiles, Goals, and Performance Management .......................................................... 10

Mobile Responsive Deep Links ................................................................................................................................................. 12

FAQs ................................................................................................................................................................................................ 12

3 Talent Review Profile Options and Descriptive Flexfields 15Search Logic Profile Options for Client List of Values ........................................................................................................ 15

Talent Review Profile Options ................................................................................................................................................... 15

Descriptive Flexfields for Talent Review ................................................................................................................................. 17

4 Talent Review Templates 19Talent Review Template ............................................................................................................................................................. 19

Box Chart Matrix Options ......................................................................................................................................................... 22

Talent Review Data Options ..................................................................................................................................................... 25

FAQs ............................................................................................................................................................................................... 28

5 Potential Assessment 29How You Set Up Potential Assessment ................................................................................................................................. 29

Guidelines for Configuring a Potential Assessment ........................................................................................................... 30

Example of Rating Potential Using the Potential Assessment .......................................................................................... 32

Configure a Potential Assessment .......................................................................................................................................... 34


6 Talent Review Tasks and Notes 39Talent Review Tasks ................................................................................................................................................................... 39

Talent Review Notes .................................................................................................................................................................. 40

7 Succession Management 43Succession Management .......................................................................................................................................................... 43

How Inferred Incumbents of Succession Plans Determine Plan Access ......................................................................... 45

How Succession Plans, Talent Pools, and Talent Reviews Work Together ..................................................................... 46

Succession Management Lookups ......................................................................................................................................... 48

Descriptive Flexfields for Succession Management ........................................................................................................... 48

Contextual Notes in Application Pages ................................................................................................................................. 49

Add an Object Note to a Succession Plan ............................................................................................................................ 50

FAQs ............................................................................................................................................................................................... 52

8 Talent Pools 55Talent Pools .................................................................................................................................................................................. 55

Descriptive Flexfields for Talent Pools ................................................................................................................................... 57

9 Personalization Using Transaction Design Studio 59Use Transaction Design Studio to Configure Field Displays ............................................................................................. 59

How You Configure Talent Review Pages Using Transaction Design Studio ................................................................. 59

How You Configure Succession Plan Pages Using Transaction Design Studio ............................................................. 60

How You Configure Talent Pool Pages Using Transaction Design Studio ...................................................................... 62


Preface

i

PrefaceThis preface introduces information sources that can help you use the application.

Using Oracle Applications

HelpUse help icons to access help in the application. If you don't see any help icons on your page, click your user imageor name in the global header and select Show Help Icons. Not all pages have help icons. You can also access the OracleHelp Center to find guides and videos.

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Preface

ii

Documentation AccessibilityFor information about Oracle's commitment to accessibility, visit the Oracle Accessibility Program website.

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Chapter 1Introduction

1

1 Introduction

Overview of Implementing Talent Review and SuccessionManagementThis guide explains the setup and implementation tasks of Oracle Fusion Talent Review and Succession ManagementCloud Service. Using the tasks described in this guide, you can:

• Configure Talent Review settings

• Create Talent Review templates

• Manage potential assessments

• Set up talent review meetings

• Configure Succession Management lookups

Oracle Fusion Talent Review and Succession Management Cloud Service is part of the WorkforceDevelopment offering of Oracle Human Capital Management Cloud. To start an implementation ofOracle Human Capital Management Cloud, a user with the Application Implementation Consultant role(ORA_ASM_APPLICATION_IMPLEMENTATION_CONSULTANT_JOB) must opt into the offerings applicable to yourbusiness requirements. Refer to the Oracle Applications Cloud Using Functional Setup Manager guide to manage theopt-in and setup of your offerings.

This topic:

• Lists where to find information about prerequisite tasks and pertinent information about implementing OracleFusion Talent Review and Succession Management Cloud

• Describes the Talent Review and Succession Management functional areas of the Workforce Developmentoffering

PrerequisitesBefore setting up Oracle Fusion Talent Review and Succession Management Cloud Service you must implement either:

• HCM Base

• Talent Management Base

You are also required to configure other applications and elements. The table lists sources of information, includingguides and help topics, and a description of what they contain, to help you set up the configuration that fits yourbusiness needs and processes.

Source Contents

Oracle HCM Cloud Getting Startedwith Oracle Talent ManagementCloud

Provides an overview of Talent Management Cloud options, purchasing and activation options,basic information for implementing Talent Management applications, and describes work areas



2

Source Contents

Oracle Talent Management CloudImplementing Talent ManagementBase

Describes user and role synchronization, implementation user setup, enterprise and workforcestructures, workforce profiles, approvals, help configuration, and more

Oracle Global Human ResourcesCloud Implementing Global HumanResources

Describes user and role synchronization, implementation user setup, enterprise and workforcestructures, workforce profiles, approvals, help configuration, and more

Human Capital Management CloudSecuring Oracle HCM Cloud

Describes Oracle Human Management Cloud security, types of roles and how to create them,managing user accounts, types of security profiles and managing them, and Oracle FusionTransactional Business Intelligence and Business Intelligence Publisher security

Workforce Development OfferingUse this offering to configure your employee profiles, manage goals, review performance, and manage successionplans. The following table describes the primary features of this offering that are explained in this guide. For the full listof functional areas and features in this offering, use the Associated Features report that you review when you plan theimplementation of your offering.

Functional Area Description

Talent Review

Use this to conduct talent review meetings, and assess employee performance and progress.You can associate succession plans and talent pools with a talent review meeting. You can alsoassign tasks to the meeting reviewees and create notes about the meeting.

Succession Management

Use this to create and manage succession plans for key personnel or incumbents in importantjobs or positions. You can also add notes to succession plans.

Related Topics• Plan Your Implementation• Oracle Applications Cloud Using Functional Setup Manager

Guide StructureThis guide explains the setup and implementation tasks of Oracle Fusion Talent Review and Succession ManagementCloud Service.

This topic describes the contents of each chapter included in the following sections of the guide:

• Introduction

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• Talent Review

• Succession Management

• Talent Pools

• Personalization Using Transaction Design Studio

Introduction

Chapter Title Contents

1

Introduction

An overview of Oracle Fusion TalentReview and Succession Managementimplementation and description of theguide structure

Talent Review

Chapter Title Task Contents

2

Talent Review Overview andIntegrations

An overview of Oracle FusionTalent Review and descriptionof how it integrates with otherapplications

3

Talent Review Profile Optionsand Descriptive Flexfields

Manage Talent Review ProfileOption Values Manage Talent ReviewDescriptive Flexfields

Describes the consequencesof setting up the talent reviewprofile option and defininga segment for a descriptiveflexfield for Talent Review

4

Talent Review Templates

Configure Talent ReviewDashboard Options

Describes how to createtalent review templates andconfigure the box chart matrix

5

Potential Assessment

Manage Potential Assessment

Provides an overview of thepotential assessment anddescribes how to configure it

6

Talent Review Tasks and Notes

Manage Talent ReviewLookups Manage Talent ReviewNotifications

Provides an overview of talentreview tasks and notes andhow to use them



4



7


Manage SuccessionManagement Lookups

Provides an overview ofsuccession management,integrations with otherapplications, lookups, anddescriptive flexfields

Talent Pools


8

Talent Pools

Manage Descriptive Flexfields

Provides an overview of talentpools and descriptive flexfields

Personalization Using Transaction Design Studio

Chapter Title Contents

9

Personalization Using Transaction DesignStudio

Explains the actions to use in TransactionDesign Studio to configure Talent Review,Succession Management, and Talent Poolpages.


Chapter 2Talent Review Overview and Integrations

5

2 Talent Review Overview and Integrations

Talent ReviewThe talent review process involves one or more talent review meetings. Its purpose is to evaluate workers who are partof the review population, assess their strengths, and address areas of risk for the organization.

Use the Talent Review work area to create, edit, and conduct talent review meetings. Select My Client Groups > TalentReview to access this work area.

Talent Review StakeholdersThis image shows the stakeholders of a talent review meeting.

Talent Review

Facilitators

Participants

Review Population

This table lists what facilitators and participants do in a talent review meeting.

Stakeholder Who They Are What They Can Do Comments

Facilitators

• Human resource (HR)specialist (or other HRbusiness partner)

• Manage and conductthe meeting.

• Goals created in aTalent Review meetingare automaticallyassigned to the worker



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Stakeholder Who They Are What They Can Do Comments

• Organizational businessleader

• Add development andperformance goals forthe review population.

• Create tasks for thereview population.

• Create notes about themeeting.

• Add workers in thetalent review meetingdashboard to talentpools and successionplans.

• Create talent pools andsuccession plans for themeeting.

as an individual goal.The worker or managercan view the goal in theworker's goal page.

• You track tasks tocompletion using theTasks page.

Participants

Line managers

• Review worker profile,performance, goals,and compensation databefore the meetingstarts.

• Calibrate ratings of thereview population.

• View worker data, suchas competencies anddegrees in the worker'sperson spotlight.

You can review workerratings for any level of theorganization. For example,you can review workers in anorganization as a single group.Or, you can filter workersby job, location, or othercategories.

Worker RatingsAs a meeting participant, you can review the ratings of workers to understand worker strengths and weaknesses. Youcan view any of these ratings on the box chart matrix:

• Performance

• Potential

• Overall competencies

• Overall goals

• Impact of loss

• Risk of loss

• Talent score

You can configure the box chart views and combine the ratings to review data critical to your business process. You canswitch from one view to another and can rate the workers using different criteria on the alternate view.

Any rating updates from the meeting appear in the worker profile data. You can identify them as talent review ratings todistinguish them from other ratings, such those from a performance evaluation.



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Talent Review Deep LinksYou can use deep links to navigate directly to the Talent Review pages indicated in this table.

Deep Link Navigates To

Overview (HR_ TALENT_ REVIEW_OVERVIEW)

Facilitator Talent Review Meetings page

Overview (MGR_ TALENT_ REVIEW_OVERVIEW)

Manager Talent Review Meetings page

Related Topics

• Succession Management

• How Succession Plans, Talent Pools, and Talent Reviews Work Together

• Talent Pools

Talent Review Life CycleThe talent review process includes tasks from creating the meeting template through conducting the review meetingto managing notes and tasks created for the meeting. Manage talent reviews in the Talent Review work area. Select MyClient Groups > Talent Review.



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This image shows the different stages of the talent review process and identifies responsibilities.

Talent Review Lifecycle

HR S

pec

ialis

tFa

cilit

ator

Part

icip

ants

Faci

litat

or

Faci

litat

or

Create Talent Review Template

Create Talent Review Meeting

Prepare Review Content

Conduct and Submit Meeting

Manage Meeting Notes and Tasks

Let's now see what each stage involves.

Create Talent Review TemplateThe human resource (HR) specialist creates a talent review template in the Setup and Maintenance work area.Facilitators can use the same template for many talent reviews. In the template, the HR specialist can specify theseattributes of a meeting:

• The size of the review population

• The box-chart matrix options and default presentation

• The data available to meeting participants



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• The actions that participants can perform

The HR specialist can also indicate if the review can include succession plans and talent pools.

Create a MeetingMeeting facilitators, who have the HR specialist role can create talent review meetings. A meeting can have multiplefacilitators, any of whom can perform these tasks when creating a meeting:

1. Select a talent review template.2. Schedule the meeting.3. Select the content available for reviewers to prepare before the meeting, from the options specified in the talent

review template.4. Select meeting participants and designate them as either reviewers or participants who act as observers.5. Identify the review population.

When a facilitator submits the meeting configuration, if New meeting scheduled notification is enabled, theparticipants receive notifications to prepare review content for the meeting.

Prepare Review ContentParticipants who are designated as reviewers submit content for their direct and indirect reports before the meeting isconducted. The content can include ratings for these profile data:

• Performance

• Potential

• Overall competencies

• Overall goals

• Impact of loss

• Risk of loss

• Talent score

Reviewers can grant access to other managers below them in their hierarchy to submit data for their own direct reports.When reviewers submit the data, any changes to the ratings appear in the profiles of reviewed workers.

These talent review notifications can be enabled for tracking content submission:

• Talent review content preparation reminder notification: Facilitators can send reminder notifications toreviewers when the submission deadline approaches.

• Submit talent review meeting content notification: Facilitators receive a notification when reviewers submittheir ratings.

Conduct the Talent Review MeetingThe facilitator starts the meeting in the Talent Review work area. During the meeting, participants provide informationabout the worker ratings. The facilitator then calibrates the ratings on the dashboard.

Workers in the review population who weren't assessed before the facilitator started the meeting appear in the meetingHolding Area, if it's available.



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The facilitator, after consulting with the participants can perform any of these actions during the meeting:

• View and update the meeting box chart.

• Review profile and compensation details of individual workers in the review population on the worker's personspotlight.

• Compare current data to that from previous meetings.

• Compare a worker to another worker or to a job profile.

• Access the organization chart of the organization under review.

• Add workers in the review population to talent pools or succession plans, if the pools and plans are included inthe meeting template.

• Move workers in the review population from the box chart to the Holding Area or from the Holding Area to thebox chart.

• Assign performance and development goals to workers.

• Assign tasks to anyone in the organization.

• Create notes for workers in the review population.

• Save the meeting or submit it to freeze the data.

Note: Facilitators can perform actions depending on the meeting template configuration.

These are the consequences of a facilitator saving the meeting data:

• Goals, notes, and tasks are saved immediately.

• Workers can access performance goals assigned to them from their goal management pages, and managedevelopment goals from their career development pages.

When the facilitator submits the meeting data, any profile changes appear in the worker's profile record.

Manage Notes and TasksFacilitators can manage and monitor notes and tasks added in meetings, and review them for all workers for allmeetings.

Related Topics• Talent Review Template• Guidelines for Selecting Participants for Talent Reviews• How You Prepare Content for a Talent Review Meeting

How Talent Review Works with Profiles, Goals, andPerformance ManagementTalent review integrates with Profiles, Goals Management, and Performance Management. You use talent reviewtemplates to control this integration. Create talent review templates on the Manage Talent Review Templates page. Inthe Setup and Maintenance work area, use the following:

• Offering: Workforce Development

• Functional Area: Talent Review

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• Task: Configure Talent Review Dashboard Options

This image shows the data integration of Talent Review with Profiles, Goals Management, and PerformanceManagement.

Performance Management

Profiles

Talent ReviewGoals Management

PerformanceDocumentsGoals Library

Profiles

Overall Ratings, Overall Goals,

andOverall

Competencies

Overall Ratings, Overall Goals,

andOverall

Competencies

Performance and

Development Goals

Performance and

Development Goals

Performance and

Development Goals

Ratings and

Rating Models

Ratings

Talent Review and ProfilesYou can include any of these ratings and their associated rating models from Profiles in a talent review template:

• Performance

• Potential

• Overall Competencies Rating

• Overall Goals Rating

• Impact of Loss

• Risk of Loss

• Talent Score

Reviewers rate the review population based on the ratings included in the template. When a facilitator conducts themeeting, the participants can view the ratings of each worker in the review population on the meeting dashboard. Thefacilitator can show how the latest ratings compare with the prior ratings of the workers stored in profiles.



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The latest overall performance rating for a worker can come from any of these sources:

• Overall rating in the performance document

• Rating that a participant provides while preparing the review content before the meeting

• Career Planning card

The facilitator can change the ratings of the workers during the meeting. When the facilitator submits the meeting, theratings of the workers in the review population is updated in Profiles.

Talent Review and GoalsA facilitator can assign a performance goal or a development goal to a worker in the review population while conductinga Talent Review meeting. A facilitator can assign a new goal or an existing goal from the goal library. Workers can viewthe goals assigned on their performance goal or development goal pages.

Talent Review and Performance ManagementYou can enable ratings for the performance document sections. If the performance document is configured to do so,when a performance document is completed, the worker's profile is updated to include these changes made in theperformance document:

• Overall ratings

• Competencies and proficiency rating levels

• Competencies and goals section ratings

When the ratings are enabled, you can configure the talent review template to include overall worker competencies,overall ratings, and overall goals ratings

Related Topics

• Update Existing Setup Data

• Oracle Fusion Profile Management Components: How They Work Together

• Rating Models

• Goal Library

Mobile Responsive Deep LinksYou can use deep links to provide easy navigation directly to a page in the HCM Cloud application. Deep links can alsobe used for mobile responsive pages on your intranet, custom and third-party applications, or in a document. This helpspeople run transactions in the HCM cloud and provides quick access to their HR information.

To access deep links:

1. Open the main menu.2. Go to Tools > Deep Links3. Copy the URL for a deep link.4. Paste the URL in the desired location.

When you open Deep Links, you will find a list of all available deep links.


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FAQs

How can I diagnose any issues with Talent Review data?Run the Talent Review Integrity Validations test if you have access to the Diagnostic Dashboard. From the Settings andActions menu, select Run Diagnostic Tests. The test generates a report identifying invalid rows, which you can repair orremove.

You can validate these from the test results:

• Business groups are valid and exist.

• Foreign key attributes aren't null.

• Row counts on setup tables are greater than zero.



14


Chapter 3Talent Review Profile Options and Descriptive Flexfields

15

3 Talent Review Profile Options andDescriptive Flexfields

Search Logic Profile Options for Client List of ValuesYou can use the logic CONTAINS to create the client list of values. This returns results containing the characters you enter.Optionally, for individual list of values, you could change this logic to STARTS WITH, to return results that start with thesearch characters you enter.

For example, when you search for a person with the name John Smith while using the logic CONTAINS, you can search by'jo' or 'sm' or 'th'. When you use the logic STARTS WITH, your search must start with 'j'.

Use the logic STARTS WITH when your list contains thousands of values (more that 15,000 records) to improve the searchperformance. Or, if you don't partition your data by set ID.

Note: If you change the search logic for a client list of values, the logic changes in all pages where the list of values isused.

Talent Review Profile OptionsAs an application implementor, you can use Talent Review profile values to configure the Oracle Fusion Talent Reviewwork area in these ways:

• Specify the folder to store analyses for selecting the review population for a meeting.

• Enable responsive Oracle Fusion Talent Review pages.

• Configure how manager search works in responsive pages.

General Profile OptionThis table describes the Talent Review profile value for specifying the default reports folder and lists the task that youneed to use to change the profile value.

Profile OptionCode

Profile DisplayName

Default Value What HappensWhen YouChange theProfile Value

Task to Use Comments

HRR_ DEFAULT_REPORT_FOLDER

Default ReportsFolder for TalentReview

None

HR specialistscan add analysesto the specifiedfolder. They canthen select ananalysis to addworkers to the

Talent ReviewProfile OptionValues

• You cancopy thefolder pathdirectlyfrom OracleTransactionalBusiness



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Profile OptionCode

Profile DisplayName

Default Value What HappensWhen YouChange theProfile Value

Task to Use Comments

review populationof a talent reviewmeeting.

Intelligence(OTBI) bynavigatingtoPropertiesfor oneof theanalyses inthe folder.You canthen pastethe copiedlocation inthe ProfileValue field.

• You canenter onlyone folderlocation.

• The profilevalue muststart witha forwardslash (/),but notend witha forwardslash.

Responsive Profile OptionsSome profile options are specific to responsive Talent Review. Use the Manage Administrator Profile Values task tochange the responsive Talent Review profile options.

Tip: Select the Talent Review application and click Search.

This table describes the Talent Review profile values that are used for responsive Talent Review pages and lists thedefault value of the profile options.

Profile Option Code Profile Display Name Default Value Effect of Enabling

ORA_ HRR_ TALENT_REVIEW_ RESPONSIVE_ENABLED

Mobile-Responsive TalentReview Pages Enabled

Y

You will see the responsiveTalent Review pages.

ORA_ HRR_ LOV_ SEARCH_TRMANAGERS_ STARTSWITH

Search for Talent ReviewManagers Starts with Enabled

Y

When you search formanagers to include in ameeting on a responsiveTalent Review page, the search



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Profile Option Code Profile Display Name Default Value Effect of Enabling

results include managernames that start with thespecified characters.

Related Topics

• How You Select the Review Population for a Talent Review Meeting

• Overview of Profile Options

Descriptive Flexfields for Talent ReviewYou can add descriptive flexfields to theseTalent Review entities:

• Meeting template

• Meeting configuration details

You can use descriptive flexfields to add your company-specific attributes to an entity.

Define Descriptive Flexfield Segments for Talent ReviewUse the Manage Talent Review Descriptive Flexfields task to define a segment for a descriptive flexfield for TalentReview.

This table describes two descriptive flexfields available by default in Talent Review.

Flexfield Code Name Description

HRR_ DASHBOARD_ TMPLS_B

Dashboard Template

Fields for template details that appear onthe Create Talent Review Template andManage Talent Review Template pages.

HRR_MEETINGS

Dashboard Meetings

Fields for meeting configuration detailsthat appear on the Create and Edit TalentReview Meeting: Enter Meeting Detailspages.

Related Topics

• Overview of Descriptive Flexfields

• Overview of Flexfields

• Considerations for Planning Descriptive Flexfields

• Considerations for Managing Descriptive Flexfields


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Chapter 4Talent Review Templates

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4 Talent Review Templates

Talent Review TemplateThe talent review template controls these aspects of a talent review meeting:

• Inclusion of succession plans and talent pools

• Maximum number of records for a meeting

• Layout of the box chart that displays worker ratings

• Filters that facilitators can use in a meeting

• Actions that facilitators can perform

As an implementor, you create templates which facilitators can use to create talent review meetings. Facilitators can usethe same template for many meetings.

You create talent review templates on the Talent Review Templates page. You can navigate to this page in these ways:

• Use the Configure Talent Review Dashboard Options task in the Setup and Maintenance work area.

• Use the Search Talent Review Template quick action available in My Client Groups.



20

This image shows what you typically specify while creating a Talent Review meeting template.

Talent Review Meeting Template

Template Name

Include Succession Plans and

Talent Pools

Submission Process Threshold

Maximum Number of Records

Ratings Options

Box Chart Views

Data Options

Why You May Need Many TemplatesYou may need to create multiple templates for these cases:

• Each organization or geographic region uses different rating models to rate workers.

• Organizations use different box-chart configurations. For example, one organization uses a nine-boxconfiguration and another uses a six-box configuration.

• Industry or legislative rules governing diversity data, such as age and gender, vary by organization orgeographic region.

What Happens When You Include Succession Plans and Talent PoolsWhen you include succession plans and talent pools in a template, facilitators and reviewers can perform these actions:

• When creating a meeting based on the template, facilitators can add succession plans and talent pools thatthey can access to the meeting.



21

• When preparing review content, reviewers can add workers to plans and pools that they can access in theparticipant view of the dashboard. They can also add succession plans and talent pools.

While conducting a meeting, facilitators can perform these actions:

• Add workers in the review population as candidates to plans included or created in a meeting.

• Add workers in the review population as members of talent pools included or created in a meeting.

How You Decide the Submission Process ThresholdThe submission process threshold is used to automatically run a scheduled process to update ratings in the workerprofiles for these actions:

• Facilitator submits the meeting: The submission process threshold indicates the size of the reviewpopulation. For example, if you enter 500 as the submission process threshold, when there are 500 or moreemployees in the review population, a scheduled process is automatically run to update the profile ratingswhen the facilitator submits the meeting.

• Manager submits the ratings after preparing review content: The submission process threshold indicatesthe maximum number of employees the manager can rate. For example, if you enter 200 as the submissionprocess threshold, when there are 200 or more employees rated by the manager while preparing reviewcontent, a scheduled process is automatically run to update the profile ratings when the manager submits theratings.

When the scheduled process starts, a message displays the job number. You can also see the job number of the processnext to the meeting status in the Talent Review Meetings overview page. You can track the process using this jobnumber.

How to Calculate the Maximum Number of RecordsThe maximum number of records is the maximum number of workers allowed for the review population. The defaultvalue is 500.

What You Can Specify in the Ratings Options SectionYou can see all the ratings available to you in the Ratings Options section.

1. For all ratings, including ratings that won't be used in the meeting, specify a label and select the rating model touse.

2. Select the ratings that you want to make available in the template.

You can use the ratings that you make available to set up the box chart and table views of the meeting dashboardcreated based on the template.

How You Can Set Up the Box Chart ViewsYou can make available different box chart views for the facilitators to use while conducting the meeting. This enablesthe facilitators to rate the review population on different parameters. For example, you can create one view that allowsmeeting participants to rate workers both on risk of loss and performance. You can also create a single rating view thatallows the meeting participants to rate the overall competency of the workers in the review population.

You create the box chart views based on the ratings that you make available for the template.

1. Specify these values for creating the box chart views:

◦ View name: Enter a unique name that will let the facilitator know the use of the box chart view.



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◦ View Type: Select from the two available types.

◦ X-Axis or Single Rating: Select the rating that you want to use on the X-Axis of the box chart or for thesingle rating view.

◦ Y-Axis: Select the rating that you want to use on the Y-Axis of the box chart.

2. Select one box chart view as the default.3. Configure the boxes that appear in the box chart.

◦ For box charts of the XY View type, the number of rating categories in the rating models you selecteddetermines the box-chart dimensions. For example, one rating model combination may deliver a nine-box configuration and another a six-box configuration. For each box, you can specify a label

◦ For box charts of the Single Rating View type, you select the dimensions and the rating levels topopulate each box.

Note: You need to submit at least one XY or single rating view. Select the corresponding Submit Box Assignmentcheck box.

What You Can Specify in the Data Options SelectionIn the Data Options section, select the data and actions available to meeting facilitators and participants during a TalentReview meeting. You typically select these values:

• The analytic options that you want to appear on the box chart matrix. Facilitators and participants can select upto two of these values at one time during the meeting.

• The filters to be displayed on the Talent Review meeting dashboard.

• The actions facilitators can perform while conducting the review meeting.

• The diversity-related information to be made available on the Talent Review meeting dashboard. Facilitatorsand participants can highlight selected segments of the review population based on these options.

Related Topics• How Talent Review Works with Profiles, Goals, and Performance Management• Talent Review Life Cycle• How Succession Plans, Talent Pools, and Talent Reviews Work Together

Box Chart Matrix OptionsYou can see the box chart matrix on the Talent Review meeting dashboard. Configure it in the review template byspecifying these values:

• Ratings to make available

• Box chart views

You create talent review templates on the Manage Talent Review Templates page. In the Setup and Maintenance workarea, use these values:






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RatingsThis table describes the ratings that you can include in a Talent Review template.

Ratings Description

Impact of loss

Evaluate the real or perceived effects on an organization when a person leaves.

Overall Competencies

Evaluate the overall competency of a person. A competency is a combination of measurableknowledge, skills, and personal attributes that contribute to a person's performance.

Note: If the performance document is configured to allow section ratings and to updateProfiles with the performance document rating, then the overall competencies rating ispulled from Profiles. Else facilitators need to update this rating while conducting the talentreview meeting.

Overall Goals

Evaluate the overall goal achievement of a person.

Note: If the performance document is configured to allow section ratings, then the overallgoals rating is pulled from Profiles. Else facilitators need to update this rating whileconducting the talent review meeting.

Performance

Evaluate a person based on their work.

Potential

Evaluate a person's attainable level of excellence or ability to achieve success.

Risk of loss

Evaluate the likelihood of a person leaving the company.

Talent score

Evaluate a person's overall value to the organization using a rating model your organizationdefines. You can score workers based on factors beyond performance and potential. Thesemight include readiness, ability to mentor, and learning agility.

Configure RatingsYou need to set up the ratings to use in the template.

1. Specify a label for all the ratings. The label that you assign appears on the box chart matrix for the rating whenit's used as an axis in the box chart. It also appears on the table view of the box chart that displays the ratingsand additional information used in the meeting.

2. Select the rating model to use for all the ratings.3. Select the ratings you want to be available for inclusion in the box chart.



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Note: Even if you don't make the risk of loss and impact of loss ratings available for the box chart,you can still select these ratings as analytic options in the template. As analytic options, the ratingsappear on the box chart matrix with different colors or shapes to distinguish each worker's rating.

It's a good idea to select a rating model that's also used for the rating type in other Talent Management offerings. Theseare the advantages for facilitators and participants when you select a consistent rating model:

• They can view the latest worker's Profile data in the meeting.

• They can compare the meeting ratings with those from previous meetings and determine the worker'sprogress.

Note: You must set up rating models in Oracle Fusion Profile Management to make them available in Talent Review.

Box Chart ViewsIn the Box Chart Views section of the template, you add and configure the available views, using the ratings youselected in the Ratings Options section.

The rating models that you selected for the ratings in a view determines the dimensions and number of boxes in thebox chart. For example, if you map a performance rating model with two rating categories to the X-axis, and a potentialrating model with three categories to the Y-axis, then the box chart contains six boxes (2 x 3).

Note: The rating models you select for the X and Y axes of an XY view must contain rating categories. If the ratingmodels you select don't have rating categories, the box chart doesn't appear because the dimensions can't bedetermined.

Configure Box Chart ViewsYou can configure multiple unique box chart views to display worker ratings. In the meeting, facilitators can updateworker ratings for the rating types you specify as views in the box chart.

1. Add views. You can add two types of views:

◦ XY View: Uses two separate ratings as the axes

◦ Single Rating View: Uses one rating as the lone measure

2. Set the default view. Facilitators can switch between views during the meeting.3. Label the boxes that appear in the box chart:

◦ For ratings used in the XY view, you can enter any label.

◦ For the Single Rating view, select a value from the Short Description attribute along with the box chartdimensions. You can select from one to five rows and columns, up to a maximum of 25 (5 x 5) boxes inthe box chart.

4. You can submit the box assignment for only one XY and one Single Rating view. When you select Submit BoxAssignment for a view, the labels of the boxes appear in the table view of the box chart.



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Enable Background ColorsYou can enable background colors for each box of a box chart view and make it easy for facilitators and participants todistinguish levels or ratings. For example, if you have a 9-box box chart that shows potential and performance, you canuse these color shades:

• Light pink: For low performance and low potential

• Magenta: For high performance and low potential

• Coral: For medium performance and potential

• Orange red: For low performance and high potential

• Crimson: For high performance and potential

Note: People with color vision deficiency can't differentiate some colors.

To enable background colors:

1. In the Box Chart Views section, click the Edit icon in the Configure Boxes column for the view that you want toenable background colors for.

2. In the Configure Boxes dialog box, select the color for the boxes that you want to have a colored background.

Tip: Click Show hexadecimal code to view the hexadecimal code for the colors.

3. Click OK.

If you don't select a color for any box, then the background color of the box is gray by default.

The colors configured are applied to the boxes in the box chart of the meeting dashboard when facilitators conduct ameeting or reviewers preview the dashboard while preparing review content. The Prior Ratings legend also shows thecolors configured.

Note: You need to configure colors for each box chart view. The colors configured for one view aren't applied to otherviews.

Related Topics

• Rating Models


Talent Review Data OptionsWhen creating a talent review meeting template, you specify the data and actions available to meeting facilitators andparticipants. To create a talent review meeting template, use the Configure Talent Review Dashboard Options task in theSetup and Maintenance work area.

Note: To restrict access to reviewers, meeting facilitators can override the configured data options on the PrepareReview Content page when creating a meeting.





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Data Options

Analytic Options

Population Filters Actions Color Code

Options

Let's look at each of these data options.

Analytic OptionsThis table lists the analytic options of the talent review meeting template and shows when these options are available.

Analytic Option Condition for Availability

Risk of loss

Risk of loss rating model must exist

Impact of loss

Impact of loss rating model must exist

Mobility

Mobility content type must exist

The profile management business process has predefined values for each of these analytic options. The selectedanalytic options appear on the box chart matrix. Facilitators and reviewers can select up to two of these values at onetime during the meeting.

Population FiltersYou can select the filters to be displayed on the talent review meeting dashboard. These filters include business unit,job, and competency. Facilitators can filter the review population using these filters.

These options let you specify whom to include in the review population:

• Manager: Shows all managers in the review population hierarchy, even if they have no direct reports in thereview population.

• Reviewers and Participants: Shows all the direct and indirect reports of the reviewers and participants ifthey're part of the review population.



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• Subordinate Level: Shows only the subordinates of the meeting business leader.

• Management Level: Shows only people at the specified management level.

ActionsYou can select the actions options shown in this table for the Actions section of the talent review dashboard.

Action Options What It Does Comments

Add NotesFacilitators can add notes about themeeting or for any person in the reviewpopulation. Facilitators can also managenotes created by the worker's managerduring the content preparation phasebefore the talent review.

Add TaskFacilitators can assign tasks to meetingparticipants and others.

The tasks added appear in the ManageNotes and Tasks task the facilitator usesafter the meeting to follow up on assignedtasks.

Add GoalFacilitators can create goals or assignperformance or development goals fromthe goal library.

The goal management business processmust be available to create performancegoals. The career development businessprocess must be available to createdevelopment goals.

Enable Holding AreaThe Holding Area displays workers withoutratings at the start of the meeting.

During the meeting, participants canmove workers to this area from the boxchart. If you don't enable the HoldingArea, workers without ratings at the startof the meeting don't appear in the review.

Enable CompareParticipants can compare a worker withother workers or a job profile.

Enable Organization ChartParticipants can view the organizationchart of the organization being reviewed.

Enable Potential AssessmentBefore the meeting, reviewers answerpotential assessment questions onthe Prepare Review Content page. Thepotential rating is calculated automaticallybased on the responses.

Color Code OptionsUse the color code options to let facilitators and participants to highlight selected segments of the review population.Facilitators can view the average ratings for all workers within that option. For example, if a facilitator selects the



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Location color code option while conducting the meeting, all workers in the review population are categorized bylocation. Workers belonging to the same location are highlighted with the same color.

Related Topics


FAQs

Can I edit a talent review template after it has been used for ameeting?Yes. On the Manage Talent Review Templates page, you can edit attributes including axis labels, default view, box labels,color scheme, and data options. You can't edit the template name, owner, status, or selected rating models.

Changes take effect when you next open the meeting.


Chapter 5Potential Assessment

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5 Potential Assessment

How You Set Up Potential AssessmentThe potential assessment is a questionnaire that reviewers of a talent review meeting can use to rate the potential ofworkers.

Administrators need to create and configure potential assessments before reviewers can use them to prepare reviewcontent. This image shows how to set up a potential assessment to rate the review population of a talent reviewmeeting.

Configure Rating Models

Create Potential Assessment

Enable Potential Assessment in

Template

Configure Rating ModelsAn administrator needs to configure the Potential and Potential Assessment rating models to add or change ratinglevels or review points. As an administrator, you manage rating models on the Profile Rating Models page. In the Setupand Maintenance work area, use these values:






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Create Potential AssessmentAn administrator needs to create a potential assessment before it's available to use in meetings.

1. Use the Potential Assessment task available in the Setup and Maintenance work area.2. Locate the predefined potential assessment questionnaire named Potential Rating that's available in the

Potential Rating folder.3. Select if you want to create a new version of the questionnaire or update the existing questionnaire.4. Add questions to the questionnaire.5. Associate responses in the Potential Rating Model with the questions added.

Enable Potential AssessmentAs an administrator, on the talent review template, you need to enable reviewers to access potential assessment:

1. Use the Configure Talent Review Dashboard Options task available in the Setup and Maintenance work area.2. Create a new template or edit an existing template.3. Select the Enable Potential Assessment check box in the Data Options section of the template.

Related Topics

• Questionnaires

• Rating Models


Guidelines for Configuring a Potential AssessmentIf you want to allow your reviewers to use the potential assessment feature to rate workers, you need to first configure aPotential Assessment questionnaire. Use the Potential Assessment task in the Setup and Maintenance work area to dothis. The Potential Assessment questionnaires are available in the Potential Rating folder.

To configure a Potential Assessment questionnaire:

1. In the Potential Rating folder, edit the Potential Rating questionnaire.2. Select one of these options and click OK.

◦ Create a New Version of the Questionnaire

◦ Update Existing Questionnaire

3. Edit the basic information:

◦ Name of the questionnaire

◦ Status

◦ In the Instructions and Help Materials section, enter any instructions for questionnaire users. This textappears on the first page of the questionnaire.

4. Add sections if you want to.5. Add or create questions in each section and select response type.6. Review and save the questionnaire.

http://www.oracle.com/pls/topic/lookup?ctx=fa20c&id=FAIPM648656





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SectionsYou need to have at least one section for a Potential Assessment questionnaire. You use different sections to groupquestions by question type or other criteria. For each section, you can enter specific instructions.

You can select these options for a section:

• Required: To ensure that respondents answer all questions in the section.

• New Page: To start the section on a new page.

You can also control the order of questions and responses in the section.

Questions and ResponsesIn each section, you can add questions in these ways:

• Create new questions.

• Add questions from the Potential Assessment question library.

Note: You can't add questions from the question library used for other questionnaires.

For each question that you create, you need to specify these values:

• Question text

• Response type: Single choice from a list or a radio button

Available ResponsesThe responses are determined by the rating levels in the Potential Assessment rating model:

• The number of rating levels is the same as the number of potential responses.

• The text of the response is the short description value for the rating level.

• The value of each response is the numeric rating of the rating level.

Number of QuestionsThe number of questions you add is determined by these parameters:

• Number of rating levels and numeric rating for each in the Potential Assessment rating model

• Rating level and corresponding range of review points for each rating level in the Potential Rating Model

To get a valid potential rating, add enough questions so the total of the numeric value of the responses maps to anappropriate level in the review points. The maximum total value for each rating level should fall between the reviewpoint range for the level.

Number of Questions ExamplesConsider the rating model configuration shown in this table.



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PotentialAssessmentRating ModelRating Level

PotentialAssessmentRating ModelNumeric Rating

Potential RatingModel RatingLevel

Potential RatingModel ReviewPoints

Potential RatingModel ReviewPoints Range ForEach Level

Final PotentialRating

1

1

1

1

0-13

1-Low

2

2

2

2

14-21

2-Medium

3

3

3

3

22-99

3-High

The number of questions must ensure that the review points from the Potential Assessment rating model map to thereview points range in the Potential rating model.

Let's assume that there are 7 questions. Here's the total points for each rating level in the Potential Assessment ratingmodel.

• Rating Level 1: 7 * 1 = 7 points



You can see that for Rating Level 3, the total points is less than the review points range of the Potential rating model.

Now, let's assume that there are 8 questions. Here's the total points for each rating level in the Potential Assessmentrating model.




All these scores from the Potential Assessment rating model map correctly to the review points range in the Potentialrating model. This shows that you need to create 8 questions to rate potential.

Now, consider the rating model configuration shown in this table. The review points range is changed here.

PotentialAssessmentRating ModelRating Level

PotentialAssessmentRating ModelNumeric Rating

Potential RatingModel RatingLevel

Potential RatingModel ReviewPoints

Potential RatingModel ReviewPoints Range ForEach Level

Final PotentialRating

1

1

1

1

0-7

1-Low

2

2

2

2

8-12

2-Medium

3

3

3

3

13-99

3-High

For this review point range, you need to create 5 questions to rate potential.



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Example of Rating Potential Using the PotentialAssessmentThe potential assessment is a questionnaire that calculates potential rating for a worker based on the responsesreviewers provide before a talent review meeting. The potential assessment calculates the total number of pointsfor each response based on the Potential Assessment rating model. The Potential Assessment maps the total to thePotential Rating Model to determine the potential rating.

Talent review reviewers use the potential assessment on the Prepare Review Content page. Select My Client Groups> Talent Review. You create the potential assessment on the Manage Questionnaires page. In the Setup andMaintenance work area, use the following:



• Task: Manage Potential Assessment

Settings That Affect Potential AssessmentThere are three configurations that affect the ranking score:

• Number of rating levels, and the numeric rating assigned to each level, in the Potential Assessment ratingmodel

• Number of rating levels, and review points and points range assigned to each level in the Potential RatingModel

• Number of questions in the Potential Rating (potential assessment) questionnaire

How Potential Rating Is CalculatedThe potential assessment contains a set of questions with responses associated with the Potential Assessment ratingmodel. Each possible response represents one unique rating level in the Potential Assessment rating model. The valueof each response is the same as the numeric rating for the rating level.

Each rating level in the Potential Rating Model is associated with a range of review points.

When the reviewer completes the potential assessment:

1. The total value of the selected responses is calculated by adding the numeric rating for the rating levels inPotential Assessment rating model.

2. The calculated total is compared to the range of review points in the Potential Rating Model to determine therating level.

3. The final potential rating is the rating level that corresponds to the sum of the review points in the PotentialRating Model that fit in the range between the From Points and To Points.



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ExampleIn this example:

• The Potential Rating questionnaire contains eight questions.

• The Potential Assessment rating model contains three rating levels, one for each possible response to thequestions. Each rating level has a numeric rating. The responses and their numeric ratings are:

◦ Strongly Agree: 3

◦ Agree: 2

◦ Disagree: 1

• The Potential Rating Model has three rating levels. The table shows the numeric ratings for each rating levelin the Potential Rating Model, the short description that describes the rating level, the review points, and thepoints range for each level.

Note: You must configure all the Potential Rating Model attributes shown in the table to use the potentialassessment.

Numeric Rating forRating Level

Short Description Review Points Points Range: FromPoints

Points Range: ToPoints

1

Low

1

0

13

2

Medium

2

14

20

3

High

3

21

99

Reviewers must answer each question to ensure that the potential assessment is valid. Because the lowest possiblerating value for each question is 1, the minimum score is 8. The maximum score is 24. If the sum of the reviewer'sselections is 16, that corresponds to the points range of 14-20, and the review points level is 2. The associated numericrating for the rating level is 2 for that review points level. Therefore, the final potential rating is 2-Medium.

Related Topics


Configure a Potential AssessmentThis example demonstrates how to configure a potential assessment questionnaire that talent reviewers can use to rateworker potential before a talent review meeting.

The following table summarizes key decisions for this scenario.




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Decisions to Consider In This Example

How many sections?

One

How many questions should I create for the questionnaire?

Eight

Summary of the TasksConfigure the Potential Assessment questionnaire.

1. Enter questionnaire basic information.2. Enter questionnaire contents.3. Create questions.

Prerequisites1. Configure the Potential Assessment rating model using the attributes shown in the following table.

Rating Level Name and Short Description Numeric Rating

DISAGREE

Disagree

1

AGREE

Agree

2

STRONGLY_AGREE

Strongly Agree

3

2. Configure the Potential rating model using the attributes shown in the table.

Rating Level Name and ShortDescription

Review Points Review Points FromPoints

Review Points ToPoints

LOW

Low

1

0

13

MEDIUM

Medium

2

14

20

HIGH

High

3

21

99



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Entering Questionnaire Basic Information1. In the Set Up and Maintenance work area, click Manage Potential Assessment to open the Manage

Questionnaires page.2. In the Search Results section, select Potential Rating and click Edit to open the Edit Questionnaire: Potential

Rating dialog box.3. Leave Update Existing Questionnaire selected and click OK to open the Edit Questionnaire Basic Information

page.4. On the Edit Questionnaire Basic Information page, complete the fields, as shown in this table.

Field Value

NamePotential Rating

StatusActive

IntroductionAny

5. Click Next to open the Edit Questionnaire Contents page.

Entering Questionnaire Contents1. On the Edit Questionnaire Contents page, complete the fields, as shown in this table.

Field Value

Section OrderSequential

Section PresentationNo Sections

Page Layout1 Column

Maximum Number of Questionsper Page

Blank

2. In the Sections section, click Create to open the Create Section dialog box.3. Complete the fields, as shown in this table. Use the default values unless otherwise indicated.



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Field Value

NameSection 1

DescriptionAny

Question OrderVertical

4. Click OK to return to the Edit Questionnaire Contents page.5. In the Sections section, in the Section 1 row, complete the fields, as shown in this table.

Field Value

Question OrderVertical

Response OrderVertical

Creating Questions1. In the Sections section, select Section 1.2. In the Section 1: Questions section, click Create to open the Add Questions dialog box.3. In the Questions section, in the Question field, enter This person is a long-term thinker.4. In the Response section, in the Presentation field, select Radio Button List.5. Click Preview to open the Preview dialog box.6. Click OK to return to the Add Questions dialog box.7. Click Save to return to the Edit Questionnaire Contents page.8. Repeat steps 2 through 7 to create seven additional questions, using the questions and presentation type

shown in the table.

Question Text Presentation

This person has the ability to leadothers through influence, and notjust authority

Radio Button List

This person is a creative problemsolver

Radio Button List

This person thrives on newchallenges and delivers results

Radio Button List



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Question Text Presentation

This person is a good fit within ourculture

Radio Button List

This person has an effectivenetwork; both internally andexternally

Radio Button List

This person is self-aware, and strivesfor both personal and professionaldevelopment

Radio Button List

This person recognizes andleverages the potential in others

Radio Button List

9. Click Next to open the Edit Questionnaire Review page.10. Click the Preview button to open the Preview Potential Rating dialog box.11. Click OK to return to the Edit Questionnaire Review page.12. Click Save and Close.


Chapter 6Talent Review Tasks and Notes

39

6 Talent Review Tasks and Notes

Talent Review TasksAs a facilitator, reviewer, or a Talent Review super user, you can create, assign, and manage tasks for action itemsarising from a talent review.

Manage talent review meetings and the associated tasks from the Talent Review work area.

• Facilitators and Talent Review super users need to select My Client Groups > Talent Review.

• Reviewers need to select My Team > Talent Review.

Create and Assign TasksYou can create and assign tasks in these areas:

• Talent Review dashboard: Select any person in the review population and add a task. The person to whom youadd the task is automatically the Associated Worker, and the person's manager is the Assignee. But you canchange this.

• Tasks page: Assign a task to any person you have access to; you aren't restricted to assigning tasks to meetingparticipants or the review population

In addition to a subject and description, you define the task attributes shown in this table.

Task Detail Description

Associated WorkerThe person for whom the task is added.

AssigneesOne or more workers who perform the task.

Note: The person's manager is the default assignee.

OwnersPeople who manage the task. The meeting facilitator or Talent Review super user is the taskowner by default, but you can add more owners. Owners need not be meeting facilitators, butif the task owners can't access the Tasks page, they may not be able to manage the task.

Task TypeThe category under which you can group the task, such as Preparation and Presentation. Tasktype values exist in the HRT_ TASK_TYPE lookup. You can add values to suit your businessrequirements.

Due DateDate by when assignees need to complete the task. The default date is one year from thecurrent date.

PriorityLevel of urgency for the task, such as High, Medium, or Low. Priority values exist in the HRT_TASK_PRIORITY lookup. You can add values to suit your business requirements.



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Task Detail Description

Percentage CompleteThe completion percentage of the task. Owners update the field as the assignee progresses onthe task.

Status Assigned or Completed.

Start DateDate when work begins for the task.

End DateDate when the task is complete.

Edit TasksYou can edit tasks only on the Tasks page and not on the Talent Review meeting dashboard. You can edit any task field,and reassign and delete tasks. If a task has multiple owners or assignees, then all can view any changes made by one ofthem.

View Task HistoryYou can view all tasks for all current and past meetings for an associated worker on the Tasks page.

1. In the Tasks section, select the associated worker row.2. From the Actions menu, select View History.

Related Topics

• Profile Management Lookups

Talent Review NotesYou can create notes for workers in the review population of talent review meetings. You can also create notes about themeeting.

• Facilitators need to select My Client Groups > Talent Review.

• Reviewers need to select My Team > Talent Review.

To manage notes, select the View Notes option from the Actions menu of a meeting.

Notes use the Feedback feature that's available in person spotlight and person smart navigation. When you view thefeedback for a person, you can identify the notes that were created in a talent review meeting by the name of themeeting that's displayed in the note.




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Create NotesYou can create notes for both the meeting and the workers in the review population.

• On the meeting dashboard, select a worker in the review population and click Add Notes.

• On the Notes page that opens when you select the View Notes option from the Actions menu of a meeting,you can add notes in these ways:

◦ To add a note about the meeting, in the Meeting Notes section, click Add.

◦ To add a note for a worker:

i. Click the Notes link in the worker row.ii. In the Notes section, click Add.

• On the Prepare Review Content page, to add a note for a worker in the review population, do this:

a. Select the worker row.b. From the Actions menu, select View Notes.c. In the Notes section, click Add.

When you create a note, you need to specify who can see the note. The visibility settings that you see depend on whatyour administrator has configured for Talent Review using the Feedback Visibility task. This table shows the options thatare generally available to indicate the note visibility in Talent Review.

Note: Meeting facilitators can see the notes created for a Talent Review meeting only when they open the meeting.When they're in the meeting, they can see any meeting note added for all workers in the review population evenif they don't have data access to all workers. But they can't see the meeting note on the Feedback page in personspotlight if they don't have access to the worker.

Visibility Setting Who Can See the Note

Everyone

Any person in the organization. People who aren't participants in the meeting can view thenote in the person spotlight page.

Managers Only

Managers in the hierarchy of the worker for whom the note is created and the meetingfacilitators.

Managers and <Worker Name>

Managers in the hierarchy of the worker, the meeting facilitators, and the worker for whom thenote is created. The worker can view the note in the person spotlight.

Only Me

Only the author of the note. However, if the facilitator creates the note on the dashboardduring the actual meeting, the participants can see it when the meeting is conducted.

Only worker and me

Only the author of the note and the worker for whom the note is created.



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View HistoryFacilitators can view all notes for all meetings for the members of the review population, including those created byreviewers.

1. Select the View Notes option from the Actions menu of a meeting.2. Click the Notes link in the worker row.3. Select a meeting to view the notes created for that meeting.

Create ReportsYou can create reports for notes using Oracle Transaction Business Intelligence (OTBI).

Related Topics

• Feedback

http://www.oracle.com/pls/topic/lookup?ctx=fa20c&id=FAWHR2327370


Chapter 7Succession Management

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7 Succession Management

Succession ManagementYou can use succession management to create succession plans for replacing key employees.

These are the advantages of using succession plans:

• Ensure a smooth transition to key jobs and positions.

• Identify workers who are ready now, or who can become ready by developing the necessary skills, for jobs andpositions that are likely to become vacant.

• Plan the career development of candidates.

You manage succession plans in the Succession Plans work area. Select My Client Groups > Succession Plans.

Plan TypesSelect from these succession plan types:

• Incumbent: Use this plan type to replace a specific person.

• Job: Use this plan type to identify candidates for a job, such as Business Analyst or Sales Representative.

• Position: Use this plan type to identify candidates for a position, such as Senior Vice President for Sales orAssistant Marketing Manager.

Plan AccessTo access the Succession Plans work area, you need to have the Succession Plan Management duty role. The HRspecialist job role has this duty role by default.

Managers can use these options to create succession plans:

• Create Succession Plan action for a direct or indirect report in My Team > Career Overview

• Add button in the Succession Plans section of Succession Planning tab on person spotlight

• Create Succession Plan Quick Action available in My Team

A succession plan can be a private plan. Only the named owners can access private succession plans.

Only these users can manage a nonprivate succession plan:

• A plan owner. Whoever creates or edits the plan can select the plan owners. Remember to specify at least oneowner for a private succession plan.

• A person who has access to the named or inferred incumbent of the plan. Any person who holds the job orposition for which the succession plan is created is an inferred incumbent.

• A super user. An administrator can create a custom super user role and assign this role to any user. It's a goodidea to make at least one person in your organization a super user.



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Plan CandidatesSuccession plans can have multiple owners from different organizations. So you can include candidates from multipleorganizations in succession plans. You can search and add candidates when creating or editing a succession plan. Youcan also include external candidates in a succession plan.

You can see these details for each candidate in the Candidates section of a succession plan:

• Date when they were added as a candidate to the plan

• Readiness information

• Status

You can also see the current job title for internal candidates.

You can view these counts for candidates who are also a candidate in other succession plans:

• The total number of plans in which the person is a candidate

• The number of plans that you can access in which the person is a candidate

By default, you can see only the count for the number of plans that you can access. You can't see the count that showsthe total number of plans the person is a candidate on. You can however use Page Composer to show this count.

Note: You can identify candidates whose primary assignment is now inactive. You can also identify the externalcandidates in a plan.

To find more information about an internal candidate, click the candidate name. The Succession Planning tab in personspotlight for that candidate opens where you can see these details:

• The succession plans created for that person that you can access

• The succession plans in which the person is a candidate that you can access

• The talent pools in which the person is a member and which you can access

• Risk of Loss, Impact of Loss, and Job Criticality details

Here's how you can add internal candidates to a succession plan when you aren't in the Succession Plans work area:

• Navigate to My Team or My Client Groups. Use the Add to Succession Plan Quick Action. Select a person andadd them to a selected succession plan.

• Navigate to My Team > Career Overview. Use the Add to Succession Plan action for the person who you wantto add as a candidate.

• Select a person from the review population of a Talent Review meeting and add them as a candidate to anysuccession plan associated with the meeting.

You can create or edit external candidates in the External Candidates section of the Succession Overview page. Whencreating an external candidate, you need to specify the last name. The other fields such as first name, job title, e-mail,and phone are optional.

Note: You can only select these succession plans when you try to add candidates:• Plans for which you're a named owner• Plans in which you have access to the named or inferred incumbent of the plan



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Candidate AttributesYou can use these attributes to specify which of your candidates on a succession plan are most capable of filling avacant job:

• Readiness: This indicates how soon a person can take up the job or position. You select a readiness level basedon these factors:

◦ Your knowledge of the candidate

◦ How well the candidate's current competencies match the skills of the job or position associated with theplan

• Candidate Ranking: This indicates the order of preference for a succession plan candidate to fill the jobassociated with the plan when it becomes vacant. You can rank candidates across the entire plan, or you canrank candidates within a readiness category. You can have multiple candidates with the same ranking acrossreadiness categories.

• Interim Successor: This indicates that the candidate can't be considered as an actual prospect but can performthe duties of the incumbent, or for the job or position, until an actual successor is identified.

By seeing the readiness levels of all candidates in a plan, you can determine the bench strength for the job or positionand your organization. For example, if no candidate is likely to be ready in the next 2 years, the bench strength is poor.You can add other candidates in this case.

Talent PoolsYou can add candidates in a succession plan to an existing talent pool to manage candidate development. Thedevelopment goals in a talent pool can prepare candidates for the relevant job or position.

Deep LinksYou can use deep links to navigate directly to the succession plan pages indicated in this table.

Deep Link Navigates To

Responsive Succession Overview

Succession Overview

Responsive Create Succession Plan

Create Succession Plan

Related Topics

• Examples of Creating Succession Plans

• How Managers Can Work With Succession Plans

• Examples of Access to Nonprivate Succession Plans

• Guidelines for Using Page Composer




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How Inferred Incumbents of Succession Plans DeterminePlan AccessAny person who holds the job or position for which the succession plan is created is an inferred incumbent.

In the automatic plan access method, only the following users can access nonprivate succession plans:

• The named owners of the plan

• Employees who have access to the named or inferred plan incumbents

To determine plan access, the inferred incumbent information for Job and Position type succession plans is stored inthe succession plan incumbent table. This table is automatically updated whenever a new succession plan is created orwhen a succession plan is modified. The Succession Plan Incumbents process also updates this table when scheduled.

Succession Plan Incumbents ProcessEmployee movement, such as changes in job roles or transfers, can also affect plan access. For example, if an employeeis transferred to another department and reports to a new manager, the former manager's access to the plans in whichthe employee is a named or an inferred incumbent should be revoked. Instead, the current manager should now begiven access to the plans in which the employee is a named or an inferred incumbent. To update the succession planincumbent table for these changes, a user with an implementor or administrator role should schedule the SuccessionPlan Incumbents process.

You can schedule the Succession Plan Incumbents process daily, weekly, and so on, based on the frequency of changesto your organizational structure. For example, if new employees are only inducted monthly and if your organization'sattrition rate is not high, you can schedule the Succession Plan Incumbents process on a monthly basis.

To run the Succession Plan Incumbents process:

1. On the Scheduled Processes Overview page, click Schedule New Process.2. In the Schedule New Process dialog box, from the Name list, select the Succession Plan Incumbents process,

and click OK.3. Optionally, in the Process Details dialog box, change the process schedule to one that is appropriate for your

organization and define notifications.

Note: By default, the Succession Plan Incumbents process is scheduled as soon as possible.

4. In the Process Details dialog box, click Submit.

Related Topics

• Overview of Scheduled Processes

• Submit Scheduled Processes and Process Sets

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How Succession Plans, Talent Pools, and Talent ReviewsWork TogetherSuccession plans, talent pools, and talent review meetings together support the development of selected workers tomeet enterprise goals or fill key roles.

This table shows how you as an HR specialist can access these work areas.

Work Area Navigation

Succession Plans My Client Groups > Succession Plans

Talent Pools My Client Groups > Show More > Talent Pools

Talent Review My Client Groups > Talent Review

Succession Plans with Talent PoolsYou can add candidates in succession plans to talent pools that you can access. This way, you can track thedevelopment of candidates for a specific job or position.

For example, your current sales director plans to retire after a year. You can plan for the succession in this way:

1. Create a succession plan for the Sales Director job and add some sales managers as candidates.2. Create a talent pool of sales managers.3. From the Sales Director succession plan, based on their readiness or other factors, add selected managers to

the sales managers' talent pool.4. Assign development goals to this talent pool to groom the sales managers for the Sales Director job.

Succession Plans and Talent Pools with Talent Review MeetingsYou can use succession plans and talent pools with Talent Review meetings in these ways:

• When you set up a talent review meeting, you can associate succession plans and talent pools that you canaccess with the meeting.

• When you create a talent review meeting, you can add members of a talent pool that you can access to thereview population of the meeting. This way you can discuss the potential of the talent pool members and ratethem during talent review meetings.

• When you conduct the talent review meeting, you can add reviewees to the succession plans and talent poolsassociated with the meeting. You can also create new succession plans and talent pools from the meetingdashboard.

Related Topics• Talent Review



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• Talent Pools

Succession Management LookupsThis topic identifies common lookups for the Succession Management functional area. You can update the lookup thathas an extensible configuration level as appropriate to suit your enterprise requirements. You manage the successionmanagement lookups by using the Manage Succession Management Lookups task in the Setup and Maintenancework area.

Succession Management LookupsThe following table describes the succession management lookups.

Lookup Type Description Configuration Level

HRM_ READINESS_ CATEGORY The estimated time before a candidate is

ready to move into a job or position, suchas ready now, ready in 1-2 years, and readyin 3-4 years. You must add lookups oryou're limited to the seeded values Readynow and No readiness available.

Extensible

HRM_ SUCC_ CAND_STATUS The status of the succession plan

candidate:

• Active: The employee is an activecandidate for the plan.

• Inactive: The employee is no longerconsidered a plan candidate.

System

HRM_ SUCC_ PLAN_STATUS The status of the succession plan:

• Active: The succession plan is stillneeded and is valid.

• Inactive: The succession plan is nolonger needed.

System

HRM_ SUCC_ PLAN_TYPE The type of the succession plan:

• Incumbent: The succession planis created to replace a specificemployee.

• Job: The succession plan iscreated for a particular job role, forexample, Systems Analyst.

• Position: The succession plan iscreated for a particular position, forexample, Executive Vice President-Sales.

System



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Descriptive Flexfields for Succession ManagementTo add company-defined attributes, for example additional information about succession plans or candidates, usedescriptive flexfields for an Oracle Fusion Succession Management entity. You can use descriptive flexfields to definevalidation and display properties.

Defining Descriptive Flexfield SegmentsUse the Manage Descriptive Flexfields task to define a segment for a descriptive flexfield for the successionmanagement business process. You can add more information related to these succession management entities, suchas the succession plan details and candidates.

Two descriptive flexfields are available in the succession management business process.

Descriptive Flexfield Description

HRM_PLANS Fields for succession plan details that you enter appear in the Additional Information section in

these locations:

• Create Succession Plan: Enter Details page• Succession Plans tab in the Succession Planning work area, in the Details section

HRM_ PLAN_ CANDIDATES

Fields for candidate details that appear on the Create Succession Plan: Select Candidates pagein the Additional Information column.

Related Topics



Contextual Notes in Application PagesEnhance Talent Management application pages using the Notes resource catalog component for persons and objectsusing Oracle Page Composer. The Notes feature is similar to the Feedback feature in employee's Person Spotlight andPerformance Document. The Contextual Notes is an extension of the existing Anytime Feedback feature.

You can embed the Notes component on persons and objects using Oracle Page Composer. The Notes componentappears with the title, Feedback or Notes, based on the component configuration, Person Notes and Object Notes.





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The following image shows the person notes embedded in the Goal Details page:

You can create and share notes about employees by configuring the Notes resource catalog component in the followingTalent Management scenarios:

• Notes for an employee in the context of an employee's performance goal

• Notes for an employee in the context of an employee's development goal

• Notes for an employee in the context of an employee's career development

• Notes when you explore roles in the context of role details page

You can create and share object notes by configuring the Notes resource catalog component in the following TalentManagement scenarios:

• Notes for a talent review meeting

• Notes for a succession plan

• Notes for a talent pool

Related Topics• For more information, see Implementing Contextual Notes in Oracle HCM Cloud Talent Management

(2375556.1) on My Oracle Support at https://support.oracle.com• Contextual Notes

Add an Object Note to a Succession PlanSuccession plan owners and other HR specialists want to add a note to a succession plan. They also want to restrictthe visibility of the notes to only themselves as the notes may contain confidential information. As an applicationimplementor, here's what you need to do.

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This table summarizes the decisions that must be made.

Decisions to Consider Who Makes the Decision In This Example

Which Notes component can I add to asuccession plan?

Application implementor

Object notes

Should I change the default visibilitysetting of the object Notes component?

Plan owners and other HR specialists whocan access the plan

Yes. Must change the default Everyonevisibility setting to Only Me.

This worked example describes these tasks that need to be done to add the Notes resource catalog component to aresponsive succession plan page:

1. Add the Notes resource catalog component to a succession plan.2. Create notes for a succession plan.

Before You Add the Notes Component1. Sign in the application as a user with configuration privileges.2. Activate a sandbox that has Page Composer tool enabled.

Add a Notes Component1. Open a responsive succession plan page.2. On the Settings and Actions menu, click Edit Pages.3. Ensure that the Edit Layer is Site.4. Select the Structure tab.5. Select the region where you want to add the note.6. In the Source window, select the panelGroupLayout indicated for the page region:

◦ Plan Info section: Select the panelGroupLayout that encloses all the existing panelCollectionEditcomponents.

◦ Other regions: Select the panelGroupLayout that's at a level lower than the FacetWrapper level.

7. In the Source window, click the Add icon.8. In the Add Content dialog box, click Add adjacent to Notes.9. Close the Add Content dialog box.

10. In the Source window, select the Notes component and edit its properties.11. In the Component Property dialog box, configure the contextual parameters as shown in this table.

Parameter Expression

Object Type

SUCCESSION_ PLAN_NOTE

Object ID #{bindings. PlanId. inputValue}



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Parameter Expression

12. Configure the display options.13. Click Apply.14. Click OK.15. Click Close to stop editing the page.16. Publish the sand box.

Create a NoteAfter the application implementor adds the notes component to a succession plan, it's available in all plans.

A plan owner or an HR Specialist who can access the succession plan can create a note about the succession plan.

1. Navigate to the Succession Plans overview page.2. Edit the plan for which you want to create a note.3. Click the Notes component.4. In the Notes page, click Add.5. From the Who can see my note list, select Only Me.6. Add the notes text.7. Save the note.

Related Topics• Configuring and Extending Applications• Implementing Talent Management Base

FAQs

What happens if I remove a readiness category lookup?If the level is in use for succession plan candidates or talent pool members, their readiness level changes to Noreadiness available. Plan or pool owners can select a different readiness level for affected workers.

How can I set a default plan type or control the order of plan typesin the succession plan type list?To control the display order of the Plan Type list of values, modify the values in the Display Sequence column of theHRM_SUCC_PLAN_TYPE lookup codes. Search for the HRM_SUCC_PLAN_TYPE lookup in the Manage SuccessionManagement Lookups page. In the Plan Type list of values, the options are arranged in ascending order of their DisplaySequence value. Set the Display Sequence value of the default Plan Type option to 1. For example, if you often createsuccession plans of Position type, you can set its Display Sequence value to 1.

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Tip: If you use only one plan type, set its Display Sequence value to 1. Then use Oracle Page Composer to configurethe Plan Type field as a read-only field.



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Chapter 8Talent Pools

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8 Talent Pools

Talent PoolsTalent pools are groups used by organizations to categorize people based on their performance, potential, or functionalarea. For example, an organization can group people based on their potential as Early Talent, Promising Talent, and HighPotential.

A person can be a member of more than one talent pool. For example, an employee can be a member of both PromisingTalent and Mid-Management talent pools.

UsesYour organization can use talent pools for these purposes:

• Track groups of employees with similar characteristics: You can plan the career development of employeesand monitor their progress by grouping them into a talent pool. For example, you can group employees ascampus hires or leadership trainees.

• Plan successors: You can add selected candidates in a succession plan as members of a talent pool. This willhelp to groom talent pool members to replace people in key jobs and positions.

• Roll up talent review populations: During a talent review, facilitators can create a talent pool and addmembers from the review population. Facilitators can include the talent pool with other review meetings andinclude members from that review population. Later, while creating a talent review meeting, facilitators can addthe talent pool members to the review population and evaluate their performance.

Pool AccessIf you have the appropriate security privileges, you can access talent pools in these ways:

• Talent Pool Quick Links: Select My Client Groups > Show More to access these Quick Links:

◦ Talent Pools: Use this to navigate to the Talent Pools page in which you can create and manage talentpools.

◦ Create Talent Pool: Use this to create talent pools.

◦ Add to Talent Pool: Use this to add people who report to you as members of talent pools that you own orhave access to.

• Talent Pool Deep Links: Go to Tools > Deep Links and search for these deep links:

◦ Responsive Talent Pools Overview: Takes you to the Talent Pools page

◦ Responsive Create Talent Pool: Takes you to the Create Talent Pool page

• Action in Career Overview page

a. Select My Team > Career Overview.b. Locate the person to add to the talent pool.c. From the Actions menu, select Add to Talent Pool.



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• Talent Review work area: Select My Client Groups > Talent Review to create a talent pool while you'reconducting a meeting and associate it with a talent review meeting.

Pool DetailsYou need to specify these details for a talent pool:

• Name: Enter a name that uniquely identifies or describes the pool.

• Status: By default all talent pools are active. You can change the status to inactive if you don't want the talentpool to be added to a succession plan or talent review meeting.

The person who creates the talent pool is added by default as the owner of the pool. But you can select and add otherowners.

You can also specify these attributes to define the scope of the talent pool:

• Job

• Grade

• Job profile

• Job family

• Department

• Business unit

• Position

Note: These attributes aren't available by default. Use Page Composer to show these attributes.

MembersFor each member of the talent pool, you can see these details:

• Status

• Date they were added as a member

You can also identify members who have inactive assignments.

Tip: Did you know that for each worker in the pool, you can record your assessment of the risk and impact of theworker leaving the enterprise? You can't see these attributes by default. You need to use Page Composer to showthese attributes.

Talent Pool GoalsIf you're using Oracle Fusion Career Development, talent pool owners can add development goals to the talent pool.These goals appear in the development plan of each member of the talent pool.

Related Topics

• How You Use Development Goals in Talent Pools


• Guidelines for Using Page Composer

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Descriptive Flexfields for Talent PoolsTo add company-defined attributes, for example additional information about talent pools or talent pool members, usedescriptive flexfields for the talent pools entity.

Defining Descriptive Flexfield SegmentsUse the Manage Descriptive Flexfields task to define a segment for a descriptive flexfield for talent pools. You can addmore information related to these talent entities, such as the talent pool details.

There are two descriptive flexfields available for talent pools.

Descriptive Flexfield Description

HRT_POOLS_B

Fields for talent pool details that you enter in the Additional Information section on the CreateTalent Pool: Enter Details page.

HRT_ POOL_MEMBERS

Fields for member details that appear on the Create Talent Pool: Select Members page in theAdditional Information column.

Related Topics







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Chapter 9Personalization Using Transaction Design Studio

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9 Personalization Using Transaction DesignStudio

Use Transaction Design Studio to Configure FieldDisplaysUse the Transaction Design Studio (TDS) to configure transactions and pages for responsive applications. TDS isavailable within the HCM Experience Design Studio. You can control the visibility of attributes that are displayed eitheras Delivered or Enabled, and the availability of fields and sections of a transaction based on the user's role, person'sbusiness unit, or legal employer.

By default, the responsive pages display the frequently used attributes and hide the less frequently used attributes. UsePage Composer to personalize the responsive pages and display the attributes and tabs delivered within the feature.

Here's how you start HCM Experience Design Studio:

1. Sign in to the application as Human Capital Management Application Administrator with Access HCM PageConfigurator (HRC_ACCESS_HCM_TRANSACTION_CONFIGURATOR_PRIV) privilege. This privilege providesyou access to TDS in HCM Experience Design Studio.

2. Enable a sandbox to compose data for configuring business objects. In My Client Groups, search for and selectthe HCM Experience Design Studio task.

3. Under Settings and Actions, click Edit Pages .4. Select the site layer and click OK.

Related Topics

• Transaction Design Studio -What It Is and How It Works (Document 2504404.1)

• Page Composer Videos

• Overview of Page Modification

How You Configure Talent Review Pages UsingTransaction Design StudioUse Transaction Design Studio (TDS) to create rules to configure Talent Review pages. You can include or hide sectionsand fields as needed by your organization.

ActionsThis table shows the actions that you can use to configure Talent Review pages and the page for which the actionapplies.

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Action Page



Talent Review Notes

Notes

Did you know that you can create multiple rules for an action? But remember that you can have only one active rule forany action at a time.

Prepare Review Content ActionTo control the attributes that meeting reviewers can see while preparing review content, create a rule for the PrepareReview Content action in TDS. You can specify a role criteria for the rules that you create using this action.

You can hide or display these attributes in the Page Attributes section:

• The photo of the employee being reviewed

• Data submission deadline

• Data validity guideline

• Meeting date

• Meeting instructions

• View Notes action for the employee in the Ratings section

In the Available Attributes section, you can hide or display the name of the employee's manager.

Talent Review Notes ActionThe Notes page of a Talent Review meeting has two sections: Meeting Notes and Review Population Notes. To hide ordisplay these sections of the Notes page, create a rule for the Talent Review Notes action in TDS and then specify thevisibility for the corresponding attributes. You can specify a role criteria for the rules that you create using this action.

Related Topics• HCM Experience Design Studio

How You Configure Succession Plan Pages UsingTransaction Design StudioUse the Succession Plans action in Transaction Design Studio to create rules to configure Succession Managementpages. When you create rules using this action, you can do these tasks:

• Specify a role criteria.

• Hide or show fields.

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• Mark some fields as required to be filled.

For example, your organization may not want private succession plans. You can create a rule for the Succession Plansaction and then hide the Private check box.

Succession Plans ActionWhen you create a rule, you select the data source and then configure the attributes.

This table lists the attributes for the Plan Info data source.

Attribute Field or Section onSuccession Plan Page

Make Required/ NotRequired

Make Visible/Not Visible

Business Unit

Business unit for which thesuccession plan is created

Yes

Yes

Department

Department for which thesuccession plan is created

Yes

Yes

Incumbent Department

Department of the successionplan's incumbent

No

Yes

Description

Description

Yes

Yes

External Candidate

Menu option for addingexternal candidates

No

Yes

Job

Job for which the successionplan is created

No

Yes

Job Grade

Job grade for which thesuccession plan is created

Yes

Yes

Privacy Private check box

No

Yes

To configure the Candidates section of the succession plan, select the Candidates data source. This table lists theattributes for the Candidates data source.




Interim Successor

A label that identifies thecandidate as an interimsuccessor

No

Yes



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Job

Candidate's job

No

Yes

Other accessible plans thisperson is a candidate

Count of all other accessiblesuccession plans the person isa candidate in

No

Yes

Other plans this person is acandidate

Count of all other successionplans the person is acandidate in

Note: This isn't visible bydefault.

No

Yes

Ranking

Candidate's ranking

Yes

Yes

Readiness

Candidate's readiness level

Yes

Yes

Status

Candidate's status

No

Yes

Related Topics• HCM Experience Design Studio

How You Configure Talent Pool Pages Using TransactionDesign StudioUse the Talent Pools action in Transaction Design Studio (TDS) to create rules to configure Talent Pool pages as neededby your organization. When you create rules using this action, you can do these configurations:

• Specify the role criteria.

• Show or hide fields.

• Mark some fields as required to be filled.

Pool Info Data Source AttributesWhen you create a rule for the Talent Pools action, in the Available Attributes section, you select the data source andthen configure the attributes.

This table lists the attributes for the Pool Info data source.




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Attribute Field on Talent Pool Page Make Required/ NotRequired


Business Unit

Business unit for which thetalent pool is created

Note: This field isn't visibleby default.

Yes

Yes

Department

Department for which thetalent pool is created


Yes

Yes

Description

Description

Yes

Yes

Job

Job for the talent pool


Yes

Yes

Job Family

Job family for which the talentpool is created


Yes

Yes

Job Grade

Job grade for which the talentpool is created


Yes

Yes

Owner Count

Count of pool owners

Yes

Yes

Position

Position


Yes

Yes



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Members Data Source AttributesYou select the Members data source in the Available Attributes section to configure the Members section of the talentpool page.

This table lists the attributes for the Members data source.



Impact of Loss

Impact of Loss


Yes

Yes

Job

Member's job

No

Yes

Member Since

Field that shows the date themember was added to thetalent pool

No

Yes

Risk of Loss

Risk of Loss


Yes

Yes

Status

Member's status

No

Yes

Development Goals RegionIn the Page Attributes section, you can configure the fields of the Development Goals section of the talent pool page.

This table lists the attributes for the Development Goals region.



Delete Goal

Delete icon of thedevelopment goal

No

Yes

Goal

Goal list of values

No

Yes



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Related Topics

• HCM Experience Design Studio




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Glossary

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Glossary

candidate

In a succession plan, a person identified to fill a job or position or replace a named incumbent.

competency

Any measurable behavior required by an organization, job, or position that a person may demonstrate in the workcontext. A competency can be a piece of knowledge, a skill, an attitude, or an attribute.

descriptive flexfield

Expandable fields used for capturing additional descriptive information or attributes about an entity, such as a customercase. You may configure information collection and storage based on the context.

development goal

A goal that is geared toward facilitating the career growth of individuals so that they can perform better in their currentjob or prepare themselves for advancement.

holding area

An area on the Talent Review dashboard to hold workers not rated by their managers, rated using nonstandard ratingmodels, or removed from the box chart during the talent review meeting.


Glossary

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impact of loss

A value assigned to a worker to rate the effect on the enterprise when the worker leaves.

performance goal

A results-oriented goal, often using specific targets, to assess the level of a worker's achievement.

questionnaire

A set of questions presented in a specific order and format.

rating model

A scale used to measure the performance and proficiency of workers.

risk of loss

A value assigned to a worker to rate the likelihood of the worker leaving the enterprise.

succession plan

A plan that identifies candidates for a role or position or to succeed a named incumbent.

talent pool

A selected group of workers for whom you track training, readiness, or development.

talent review

A series of meetings where organization managers evaluate trends, assess strengths, and address areas of risk for theorganization.

talent review facilitator

Human resource specialist who manages talent review meetings. A talent review meeting can have multiple facilitators.

talent review participant

Person who's invited to attend a talent review meeting.

talent review reviewer

Manager who updates profile content for direct and indirect reports before the talent review meeting.

talent score

An assessment of a worker's overall value to the enterprise using a company-defined rating model.